What does hiring in 2026 look like in the UK?
Hiring has slowed as employers absorb higher wage costs, but the market remains tight: UK unemployment is 5.1% and vacancies are still just over 730,000+ live vacancies (down 14% YoY). What does that mean? Fewer roles, but it’s still hard to hire well.
The reality for 2026
Candidates are scarce, not uninterested: only 18% are actively job hunting, but 60% would move for the right offer, and 32% plan to look in 2026.
Pay is the biggest decision driver: 54% say salary is the No.1 factor, and employers reported 24% of staff left for better opportunities in the last 6 months.
Skills gaps are the blocker: 70% of Talent Specialists say finding candidates with the right skills is the top challenge (especially as salary expectations rise).
Speed + experience decide outcomes: average time-to-hire is 8 weeks. Slow feedback, unclear communication, and drawn-out processes are where offers fall apart.
What the best hiring teams do differently
Move efficiently (shortlists, decisions, feedback)
Communicate clearly (role clarity, timelines, next steps)
Use tech smartly (automation for admin, humans for engagement and trust-building)
Hybrid working continues to influence decisions, but expectations are shifting toward structured flexibility rather than vague “flexible working.” Candidates want to know what it looks like in practice: patterns, expectations, and how teams work day to day.
Where demand is holding up
Social care, healthcare & life sciences, veterinary & animal health, manufacturing, engineering, energy & utilities, finance & accounting, IT & telecoms, professional services, logistics & supply chain, and construction.
What to do now (simple checklist)
Get the salary right upfront: benchmark against the market and direct competitors, then share the range early to prevent late-stage dropouts.
Make pay easy to understand: clarify what’s fixed vs variable, when reviews happen, and what progression typically looks like over the next 12–18 months.
Hire for skills: prioritise capability over “perfect CVs” and validate quickly.
Remove blockers: clearer job specs, simpler applications, faster and more informative feedback.
Be explicit on flexibility: what hybrid looks like week to week, not just a reference to “hybrid available.”
Make culture tangible: show how the team works day to day, leadership style, how development is supported, and what success looks like in the first 90 days, backed by a clear onboarding plan.
Want a quick benchmark for FREE?
Get in touch at hello@4frontrecruitment.com or 07799 334438 and we’ll share role-specific salary benchmarking and talent insights.